3 Questions to Determine a Candidate’s Reliability from Snelling Georgia Group
Frequent employee turnover can hurt your company’s bottom line. That’s because it takes time to find and train new employees. Also, turnover can disrupt your work environment and decrease the morale of your remaining employees. For these reasons, it’s important to find candidates you can rely on. This means you must search the job market for workers that aren’t looking for simply a short-term position. Also, you’ll want to find candidates with good work ethic who show up on time, don’t call off frequently, and maintain a good level of productivity during the workday. So, what can you do?
Interview Carefully to Establish a Candidate’s Reliability
Careful interviewing involves asking the right questions. Then, consider an applicant’s answers to determine his or her reliability. Try these top three reliability interview questions:
- Why do you want this job? This question is short, sweet and straight to the point. A candidate who is taking this potential job seriously should answer from the heart. Look for answers that reflect the candidate’s desire to learn and grow in his or her career.
- Where do you see yourself in a year? Five years? Listen carefully to see if the candidate’s description of the future holds something completely different than your company. For example, if the candidate is interviewing for a job as an office assistant but sees herself as a nurse in five years, she is looking at the position only as temporary.
- Describe your ideal work situation. A candidate who feels comfortable at work is more likely to be happy and reliable. Does the candidate prefer a calm, quiet atmosphere, or does he prefer energy and competition? Think about how your company culture matches (or doesn’t match) what the candidate is looking for.
Related Article: Four Questions to Ask to Test a Candidate’s Commitment Level
Other Tips for Finding Reliable Employees
You should consider factors other than just the interview for finding reliable employees, such as:
- Be choosy about where you advertise. It can be easier to find more serious applicants if you advertise on industry-specific job boards. These types of postings are viewed by candidates looking specifically for certain types of jobs. You will be more likely to find a candidate seeking the type of job you’ve posted, rather than someone who is looking for any open job.
- Consider working with a staffing agency. Recruiters have access to deep pools of talent and perform extensive screenings. You’ll be more likely to land a high-caliber candidate who will take employment at your company seriously.
- Contact past job references. You’ll be able to find out more about a candidate’s work ethic, timeliness, etc. if you speak with the job references listed on his or her resume.
- Review the candidate’s past work experience. How long does he or she usually stick with a job? Someone who hops from job to job in a year or less may not be as reliable as someone who sticks with something for at least two years.
Use Your Best Judgment
In the end, it will be up to you to determine if a candidate will benefit—or hurt—your company. Listen to your gut instincts and consider the answers provided to your interview questions about reliablilty to help guide you to the right choice.
For High-Quality Candidates, Contact Snelling Georgia Group
If you’re an employer in the Atlanta area, Snelling Georgia Group can help you find candidates best fit to your workforce. We specialize in matching workers with the right jobs and won’t rest until both parties are happy. To learn more about the staffing services we offer, contact our team of experienced recruiters today.
About Snelling Georgia Group
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